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Strengthening mechanisms for efficient health workforce training and education:

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Strengthening mechanisms for efficient health workforce training and education:

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Pro - It addresses the demographic challenge of the ageing workforce by introducing young graduates to the industry.
Con - it may be a long term solution as it takes time to properly train and guarantee experience to new grads.

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strategy of Expanding the scope of practice for nurses and allied health practitioners.
Pro: Increase primary care capacity, especially among rural and vulnerable populations.
Con: The ability of nurses to provide care to the fullest extent of their education is moderated by state scope-of-practice regulations.

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I pick the strategy of Expanding the scope of practice for nurses and allied health practitioners.

Pros: Improvements in healthcare coverage in the area.

Cons: Budget in trainning

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Attracting and retaining talented workers.
This might be supported through appropriate renumeration, ongoing professional development and regular performance review and feedback.

Pros -attracting talented workers  will assist with innovation and improving the healthcare system

Cons -rural health workforce retention is low

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River City

Hybrid managers leading teams to ensure governance, drive clinical reform and organisational strategy.
Pros: The aged care services provides for the use of experience which comes with years of practice.
Cons: Difficulties with the aged adapting to new proven and simplified methods.

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Strategy:Expanding the scope of practice for nurses and allied health practitioners.
Pros: handle the shortage of clinicians effectively , decreasing workload on staff and better job satisfaction.

Cons: Costly to arrange trainings and make sure they're qualified and experienced enough.

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I will choose Worksville.
And here I will focus on expanding the scope of practice for nurses and allied health practitioners such as pharmacist, biomedical scientist and nutritionists.

Pros:
This will counter the shortage of doctors and allow for more service delivery for patients.
It will also create better job satisfaction for the different clinicians.

Cons:
It will be costly to conduct the further trainings aimed at widening the scope of other clinicians

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pros: helps make use of a limited workforce.
Expand their privileges.
Facilitate inter facility a team approach
Cons: More complex work schedules.
More complex financial contractual agreements.
Risk of staff burn out.

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I as a Clinical optometrist have  been trained to treat patients  where I have removed IOFB from eye,corneal abrasion etc which helped the hopsital in case of emergency

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River City

Expanding the scope of practice for nurses and allied health practitioners.

The scope of practice for nurses and allied health practitioners will be expanded. Nurse practitioners will be trained to conduct diagnostic and other procedures such as endoscopies and minor surgeries. Physiotherapists will be trained to work in the emergency department treating musculo-skeletal injuries and supporting clinicians in delivering treatment plans for lifestyle diseases.

And let them train the juniors up.

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My task from future learning on Sapphire state. By bamideleomoniyimodupe@gmail.com

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My task from future learning on Sapphire state. By bamideleomoniyimodupe@gmail.com

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I am managing Mountain view.
Strategy: Expanding the scope of practice for nurses and allied health practitioners.
Pros: efficacy of health
care delivery, it will
eliminate queue and
patients waiting for
long time to see
doctor.
Cons: There may be
inefficiency in the
system.

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Elijo Mountain view
y trabajar con la estrategia de Fortalecimiento de los mecanismos para la capacitación y educación de la fuerza laboral de salud eficiente
Pros: Mejorar la eficacia de la prestación de asistencia sanitaria.
Generar profesionales capacitados y variados en diversas áreas para una atención de calidad.
Facilitar la retención de profesionales en salud en áreas alejadas.
Contras: El proceso de capacitación puede demorar debido a diversos factores como recursos económicos, motivación de los trabajadores, tiempo invertido en la capacitación y la puesta en marcha.
Algunos trabajadores son de edad avanzada o muy jóvenes sin poca o nada de experiencia a los que se les dificulta trabajar con nuevas estrategias o métodos.
Trabajar bajo presión de carga laboral y horarios de capacitación.

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Pro: As they provide the healthcare needs of the population in that area with intense of service, it is easier to upgrade the skill of the health workers based on efficiency and the amount of the workers.

Cons: It is challenging for new health workers to work in a small group of workfield and limited population.

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Mountain View - Strengthening mechanisms for efficient health workforce training and education

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Mountain View - Strengthening mechanisms for efficient health workforce training and education

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By: Juliana Barrera
1. Training programs will be carried out to acquire the necessary skills and the substitution of roles to fill the gap in this rural area.
2. People will be hired to provide these training and acquire the necessary skills.
3. It will be evaluated that the knowledge acquired is adequate to meet the needs of the place.
Pros:

Training and supporting graduates means that young people can use technology easily.

There is no investment in hiring an additional workforce since, with the substitution of roles, the required needs of the area can be met.

Health workers have the necessary skills since they will be evaluated to effectively carry out their work.

Cons:

Older people can have problems with technology, but younger people can help them.

The time can be very long while people learn and then the strategy is implemented in place.

The population may not accept and welcome personnel who perform role substitutions because they are not part of the community.

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Hybrid Management

Pros:
As it is a large hospital there is more support for staff with a dual role, from both management and clinicians.
Cons:
Danger of Increased workload with the extra responsibilities that comes with hybrid roles in a busier hospital.

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Pro: I would like in MOUNTAIN VIEW where I would use to attract and retain talented workers I must be aware that as coordinator I am responsible for what happens in my health center, I must be aware that I have in my hands the best health personnel and It is not convenient for me to leave because it is where they can save the lives of people, which is what is important, where light every day with preventing people from dying, where saving lives as I have already mentioned is their gift of being. In this work they will be able to gain a lot of experience for later when it comes to having any doubts as a team it can be solved and give it the priority of allowing the patient to continue with their tranquilityCons: But it is also difficult to get them to stay because not all of us like the same and each of them has a different perspective from the others, where with all the activities that are carried out daily they suffer a lot of stress that can affect their health. and professionalism and lead them to suddenly make a mistake. Suddenly they want to leave to find a better future

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Pro: I would like in MOUNTAIN VIEW where I would use to attract and retain talented workers I must be aware that as coordinator I am responsible for what happens in my health center, I must be aware that I have in my hands the best health personnel and It is not convenient for me to leave because it is where they can save the lives of people, which is what is important, where light every day with preventing people from dying, where saving lives as I have already mentioned is their gift of being. In this work they will be able to gain a lot of experience for later when it comes to having any doubts as a team it can be solved and give it the priority of allowing the patient to continue with their tranquilityCons: But it is also difficult to get them to stay because not all of us like the same and each of them has a different perspective from the others, where with all the activities that are carried out daily they suffer a lot of stress that can affect their health. and professionalism and lead them to suddenly make a mistake. Suddenly they want to leave to find a better future

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Pro: Me gustaría en MOUNTAIN VIEW donde usaría atraer y retener trabajadores talentosos debo ser consiente que como coordinador yo soy el responsable de lo que llegue a pasar en mi centro de salud, debo ser consciente que tengo en mis manos la mejor personal de salud y no me conviene que se vayan porque de ellos es donde pueden salvar la vida e las personas que es lo importante  ,donde liviano todos los días con el evitar que la gente fallezca donde el salvar vidas como ya lo había mencionado es su don de ser .En este trabajo podrán coger mucha experiencia para mas delante a la hora de tener laguna duda en equipo se puede solucionar y darle la prioridad de permitir que el paciente pueda seguir con su tranquilidad Contra: Pero también es difícil lograr que se mantengan porque no todos nos gusta lo mismo y cada uno de ellos tiene su perspectiva diferente de la de los demás, donde con todas las actividades que se realizan a diario sufren mucho estrés que puede afectar su salud y profesionalismo y llevarlos a cometer de pronto algún error. De pronto quieran irse para buscar un mejor futuro

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Pro: Me gustaría en MOUNTAIN VIEW donde usaría atraer y retener trabajadores talentosos debo ser consiente que como coordinador yo soy el responsable de lo que llegue a pasar en mi centro de salud, debo ser consciente que tengo en mis manos la mejor personal de salud y no me conviene que se vayan porque de ellos es donde pueden salvar la vida e las personas que es lo importante  ,donde liviano todos los días con el evitar que la gente fallezca donde el salvar vidas como ya lo había mencionado es su don de ser .En este trabajo podrán coger mucha experiencia para mas delante a la hora de tener laguna duda en equipo se puede solucionar y darle la prioridad de permitir que el paciente pueda seguir con su tranquilidad Contra: Pero también es difícil lograr que se mantengan porque no todos nos gusta lo mismo y cada uno de ellos tiene su perspectiva diferente de la de los demás, donde con todas las actividades que se realizan a diario sufren mucho estrés que puede afectar su salud y profesionalismo y llevarlos a cometer de pronto algún error. De pronto quieran irse para buscar un mejor futuro

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Attracting and retaining talented workers.
This might be supported through appropriate renumeration, ongoing professional development and regular performance review and feedback.
This could have a disadvantage, since since it is the main city, the most technological, having an incentive of that type could mainly make everyone try to apply for this place leaving aside the other cities and towns.

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By Juan Moreno

I would manage rural areas, as in this case MountainView and WorksVille, since they are the areas most in need of medical attention. I would select strategy number one (Expand the scope of practice for allied nurses and health professionals). This would help these people who have very difficult access to health to begin to have faster and more timely medical care, this would also help allied nurses and health professionals to gain experience and improve their skills and competences. . A problem of this strategy could be the fact of an increase in working hours in nurses and allied health professionals, which would have a negative impact on their lifestyle, sleep hours, causing a faster wear of their working life .

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Extending scope of practice of nurses and allied health .
Pro: better meet the needs of the population in a rural area.

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Implement processes to identify, develop and professionally nurture effective health professional managers and leaders.

Pro: By identifying, develop and nuture effective managers and leaders we can make sure that they stay in the rural area. By having a well led service it will attract good healthcare workers to move to the area.
Con: The talent pool to find effective managers is smaller than in a larger service.

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MOUNTAIN VIEW
BY HENY BOYI
Expanding the scope of practises for nurses and allied health practitioners
Pro.the scope of practice for nurses and allied health practitioners most be expanded.
Pro.no cost,because their is difficulty of attracting and retaining the GPs,doctors,specialist and staffs

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Sunkist. Attracting and retaining talented workers. Con: those lower than top in the hierarchy might wish to become independent and go further to departments in other services. A solution might be arranging that they lead working groups within the service. Pro: the capital is a magnet by itself, so candidates for jobs will tend to flock there anyway.

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Sunkist. Attracting and retaining talented workers. Con: those lower than top in the hierarchy might wish to become independent and go further to departments in other services. A solution might be arranging that they lead working groups within the service. Pro: the capital is a magnet by itself, so candidates for jobs will tend to flock there anyway.

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Hybrid managers leading teams to ensure governance, drive clinical reform and organisational strategy:

Strategy- A hybrid manager should be able to solve problems in both health & professional backgrounds. That is, the manager should always know how to move out with results, if there's any difficulty in the  sector & also knows how to be compassionate with his/her workers!

Pros: Building of a skillful & potentially stable team (with a mix of experience & youth)!

Cons: Newbies initially may find it a bit difficult to manage & cop up with all the various members from around the globe, also to deliver according to expectations, respectively. But with time everything will sweeten up!

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Expanding the scope of practice for nurses and allied health practitioners.

Pro: The scope of practice for nurses and allied health practitioners will be expanded.

Cons: Cost

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2. Attracting and retaining talented workers: may not be seen as a challenge to attract workers to a city, but it could be a challenge for less economically developed countries to attract highly skilled migrant workers that they would benefit from (in terms of providing a service to the population, passing on knowledge to existing physicians etc) and to retain talented workers in a highly pressurized workplace. To do this an assessment of the true living cost of being in the city should be made in order to enable appropriate renumeration, schemes to ensure that families and individuals are supported to engage with their community should be implemented, ongoing professional development training and support should be offered, and regular performance reviews and feedback sessions should be scheduled. This investment will benefit the individuals and their work-life balances, and should increase worker retention as well as worker satisfaction.

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Implement physician associates and nurse practitioners in local hospital meet demand in this growing and ageing population. Utilising new and existing staff and models to improve care. I would implement ongoing professional development and ensure staff are happy and health. This could be achieved by good accommodation, ensuring schooling and healthcare for children and ensuring good transport links in rural areas. In the short term some changes could be costly however in the long term this will benefit the patients and staff of the area as well as improving the health and well being of the local community.

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Implement physician associates and nurse practitioners in local hospital meet demand in this growing and ageing population. Utilising new and existing staff and models to improve care. I would implement ongoing professional development and ensure staff are happy and health. This could be achieved by good accommodation, ensuring schooling and healthcare for children and ensuring good transport links in rural areas. In the short term some changes could be costly however in the long term this will benefit the patients and staff of the area as well as improving the health and well being of the local community.

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1. Mountain View2. Expanding the scope of practice for nurses and allied health practitioners3. Pro: Nurses and allied health practitioners can provide a larger range of services for the populations they serve. Because their is a difficulty of attracting and retaining GPs, specialists, and staff, we see how role substitution comes into play to bridge this gap. The result is a workforce that is flexible and adaptable to the needs of the community. Con: There may be cases of poor quality of health services rendered since they do not specialize in these areas. To solve this, the trainings conducted should be more refined and technical. 

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1. Mountain View2. Expanding the scope of practice for nurses and allied health practitioners3. Pro: Nurses and allied health practitioners can provide a larger range of services for the populations they serve. Because their is a difficulty of attracting and retaining GPs, specialists, and staff, we see how role substitution comes into play to bridge this gap. The result is a workforce that is flexible and adaptable to the needs of the community. Con: There may be cases of poor quality of health services rendered since they do not specialize in these areas. To solve this, the trainings conducted should be more refined and technical. 

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Increase scope of practitioners. Applied in the rural emnvironment.

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Increase scope of practitioners. Applied in the rural emnvironment.

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Pro= increase services, less pressure on main hospital, community care increased.
Con = skilled and proper technology for expanded services not available in rural area, skilled labor leave due to increased job opportunities outside of community

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Mountain View

Attracting and Retaining Talented Workers. Ongoing Professional Development, suitable remuneration, Hospital Accommodation, car lease discount scheme. Pros are developing autonomy and cons can feel isolated

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Mountain View

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Implement processes to identify, develop and professionally nurture effective health professional managers and leaders:
I would look to establish a support Network across the region for existing and aspiring health managers and leaders. Including a formal mentoring program, professional development offerings and opportunities for rotational placements at alternate facilities.

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Worksville Healthcare managing: Strengthening mechanisms for efficient health workforce training and education:  This area has difficulty attracting practitioners and health staff, makes it hard for local people to access timely and high-quality medical and health service. 

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Worksville Healthcare managing: Strengthening mechanisms for efficient health workforce training and education:  This area has difficulty attracting practitioners and health staff, makes it hard for local people to access timely and high-quality medical and health service. 

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I would cooperate with hospitals or health organisations in main cities. We can build a contract to let their health professionals to mentor our health workers. And by using 5G or other  latest technology to build a teleconsultation  system, our capability will make a lot progress. Maybe AI can help to diagnosis  the patients and reduce the burden. That's a pro, definitely.
But there is gonna be cons, the training and education of health workforce will take a lot, we need technology guy to maintain the system, money to make it work. And facing the changes of techs and challenges of privacy.

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Reducing barriers and promoting enablers to reform the health workforce to support flexible and adaptable workforce models.

If I take this strategy, I think they need to develop and implement services that are tele health capable. The current list are the following:

This will help in restructure the business and make it more resilient for the next five years. Also note that health services need to adapt to consumer demographics as well. It is a community expectation that the public services are agile and relevant to their needs and able to access them with little to no barriers.

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Mountain View Healthcare Services; Expanding the scope of practice for nurses and allied health practitioners; This healthcare facility is already an MPS so it makes sense to up-skill the professionals who are there, to ensure that more services are available to the rural community.  This also ensures that patients have a more access to more routine healthcare services without having to go into the city. This also combats the need to try and tempt Doctors to the rural area, because support is already being given to the community through the expanded scope of practice. 

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Mountain View Healthcare Services; Expanding the scope of practice for nurses and allied health practitioners; This healthcare facility is already an MPS so it makes sense to up-skill the professionals who are there, to ensure that more services are available to the rural community.  This also ensures that patients have a more access to more routine healthcare services without having to go into the city. This also combats the need to try and tempt Doctors to the rural area, because support is already being given to the community through the expanded scope of practice. 

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A Con, however, is that the community still wouldn't have easy access to a MD or GP,even though the service provision has expanded. This could be seen as inequitable service distribution. Additionally. this could potentially make it harder to recruit a GP to the hospital, as there could be a perception that "they are all covered out there" .

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Rural Area: 3 Point Strategy by Siddharth

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Rural Area: 3 Point Strategy by Siddharth

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Rural region:

Strategy: The primary focus about managing the rural region would be divided into three parts:

1) Creating effective strengthening mechanisms for efficient health workforce training and education.
2) With successful effective, periodic and skill improvement training being provided as a continuous process, the immediate plan would be to implement their training to be put into practice by giving them tasks in their expanded scope of practice. This would also ensure there is no loss of knowledge learnt and it will be easy for them to perform better.
3) When above mentioned 2 points are  implemented successfully, it naturally leads to retention of the staff, by making sure the success of the implementations are measurable.

While my single strategy would consist of the above mentioned 3 points, to ensure these are implemented effectively we will need to identify and groom hybrid managers who have understood the concept, its importance and ways to execute it at ground level.

Pros:  Staff get trained + Effective scope of expanded areas of practice = retention
Cons: (Not really a con)Hybrid manager has to be strong in implementations at ground level with progress tracking.

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As a manager of a health care system in Moutain view, I would  pract6the concept of  Strengthening mechanisms for efficient health workforce training and education. This will encourage the rural population to gain necessary trainings and knowledge to serve their locality with pride.

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As the manager of one of the rural towns hospitals I would investigate the expansion of the roles of the nurses and allied health practitioners. Given that there is a higher likelihood of there being a shortage of doctors in the rural areas the additional skills of the other staff members will allow more time for the doctors at these rural hospitals to perform other tasks and assessments that can not be performed by any other staff members. However; some doctors may feel that they are having their work taken away from them and that they are being undervalued as some of their regular tasks are now being preformed by staff with less qualifications.

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As the manager of the rural town areas (Mountainview or Worksville), I would adopt "Attracting and retaining talented workers" as a fruitful workforce strategy. Regarding the pros and cons, elevating heath levels in the area and enhancing the diversity of staff could be considered as pros, and adjusting to a different lifestyle and lack of means to attract them could be some probable cons.

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As the manager of the rural town areas (Mountainview or Worksville), I would adopt "Attracting and retaining talented workers" as a fruitful workforce strategy. Regarding the pros and cons, elevating heath levels in the area and enhancing the diversity of staff could be considered as pros, and adjusting to a different lifestyle and lack of means to attract them could be some probable cons.

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Mountain view
Strategy : expanding scope.
Focus to provide area with functional multi skilled staff. Pros: when pt presents to health service no matter what time of day there can be staff that will be able to manage situation Until the required staff are able to attend, or be taken to major centre if needed. The community can be secure in the knowledge that the health service in their are can be relied on for knowledge and skills to mange most scenarios.

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SUNKIST CITY
Strategy: Attracting and retaining talented workers

"The main city of Sunkist has a large hospital that provides high level acute specialist hospital services". This means that the professional & clinical level of the health workforce would be high. Working in a large acute specialist hospital often brings about high stress level.
In order for the hospital to continue providing the same high level of specialist services, the highly skilled and talented health workforce must be retained. In addition, to maintain a sustainable high skilled workers, health workforce planning must be put in place to attract new talented and skilled workers to address retirement and unforeseeable attrition.

Pros:
1. Retaining current talented workers allows for continuity of services and care at the highest level.
2. Retention of current talented workers eliminate the need for training of new workers.
3. Attracting new skilled and talented workers, thus reduction in need for training costs and time

Cons:
1. Cost - renumeration packages can be costly to retain and recruit talented workers
2. Apart from monetary renumeration, other forms of employment attraction must be considered, eg working hours and flexibility, professional improvement courses

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Made up of smaller hospitals and has difficult attracting and retaining staff.

The strategy I would focus on is Attracting and retaining talented workers by offering them additional reward and recognition programs than their city counterparts and additional opportunities to enhance their skills through broad exposure in different aspects of medicine that they may not see in a city hospital.

Pros: Empowered staff that are more likely to stay in the rural community. More interesting work if they can see a greater variety of cases.

Cons: Cost to maintain; Risk of staff wanting more and leaving. Mountain view may not have the budget to sustain and will need the skills to negotiate additional funding sources from other sources e.g. government, training providers, benevolant donors.

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1. River city
2. Strengthening mechanisms for efficient health workforce training and education.
Considering the qualification of the healthcare providers and the type of services they offers which required highly qualified professionals. Hence the need to train these healthcare givers to maximize their potential while delivering quality healthcare.
3. Pros: This will enhance the quantity of services delivered by these caregivers and minimize mortality and morbidity in River city health facility.
Cons: Financial and resources invested in this training might be a waste if the healthcare givers decides to migrate to a different region. In the case of migration, the healthcare giver will not function in full capacity in his/her new facility because the training and skills gained in such field are not through the accredited formal Education system.

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This rural region is compounded challenges due to its limited accessibility.

All strategies mentioned should be used in combination, however, the strategy I believe to be most effective would be to expand the scope of practice for their health workforce.

The pro of this strategy will be that the team will be able to expand on their skills and create overlap into different (formally) specialized areas. This can also assist in the training and development of a smaller team which can also support the time it may require to acquire new talent.

The con of this strategy (on its own) is that as we advance peoples’ skills and talents, there is an expectation of advancement and promotion in their careers as well. Without carefully managing this aspect, it can become an issue of retention as people may use these new skills to apply to other institutions.

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1. Diminish the boundaries and advancing enablers to change the health workforce to back adaptable and versatile workforce models. 2. Reinforce instruments for productive health workforce preparing and instruction. 3. Half breed directors driving groups to guarantee administration, drive clinical change and authoritative procedure

strategy

methodology

procedure

technique

. 4.Expand the scope of hone for medical caretakers and associated health practitioners.

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Rural Town (Mountain View)

Strategy: Expanding the scope of practice for nurses and allied health practitioners

Pros: This approach will significantly improve the shortage of staff faced within Mountain View. The team will better understand doctors role and have the opportunity to learn new skills and enhance their knowledge.

Cons: The adoption of this strategy might cause staff burn-out, while others might not adapt and resist this change. The training to expand the scope of practice might be time-consuming and affect the team.

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River City / Funsville.
All 5 strategies! But, in order:
1. Reduce the  barriers and promoting enablers to reform the health workforce to support flexible and adaptable workforce models. 2. Strengthen mechanisms for efficient health workforce training and education. 3. Hybrid managers leading teams to ensure governance, drive clinical reform and organisational strategy. 4.Expand the scope of practice for nurses and allied health practitioners.
Pro - diversity and potential career development beyond current 'norms'. Cons - require legislation and college endorsement for roles that are beyond the norms.

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Strategy: Expanding the scope of practice for nurses & AH professionals.
Pro: Accessible larger skill set or range of medical services for small town area. Some medical professionals already in the area who could work alongside upskilled nurses & allied health professionals to support safe and appropriate care.
Cons: Unable to provide any trauma or acute care

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I will choose mountain view (rural area)

My strategy will be: Expand the scope of practice for allied health professionals.

Pros: They can help in community services in the absence of doctors in mild and acute illness treatment.

Con: They can’t be actually like doctors most especially in chronic and trauma cases.

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Pkace: Ruver city because it will be more accessible
I prefer strength my personnel as multiple taske and reduce barriers to to do better. One more, smarter will be choosen by me

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PLACE: Mountain view
STRATEGY: Expanding the scope of practice for nurses and allied health practitioners.
PRO: The scope of practice for nurses, physiotherapists, technicians and other health professionals will be expanded. so, in the absence of doctors there will be other professionals for the position

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Atención rural

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Place to work in:  Mountainview

Pros
Majority of the staff will be familiar with everyone in the organization and have mutual understanding, familiar with their work environment.  Health care team will be stronger in their healthcare experiences and can better manage any emergencies.    Having new staff to this environment could be challenging but there is an urgent need to ensure that there is succession planning.  Promoting collaborations with other hospitals nearby, can help to better utilize their services and may lead to cheaper services due to more patients.

Con
The working environment may not be conducive to the new staff as certain facilities or resources are not available readily and needs to be very independent in their work. Promoting collaborations may not be easy as other hospitals may worry over competition.

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Attracting and retaining talented workers.

The pros

One of the biggest advantages of attracting mature healthcare workers is that as compared to younger workers, they do not require as much training which in turn can save the company’s resources.

The con

Younger workers have a tendency to be careless or irresponsible at times. On the other hand, mature workers tend to show a more dedicated and responsible attitude towards their work.

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Place to work : Mountainview

Workforce Strategy: Strengthening mechanisms for efficient health workforce training and education. New models for training and support of graduates will be introduced. Technology will be used to deliver workforce training and to develop skills in rural settings. Applying and introducing technologies to support education and training of health workers.

Pros: Training and education is very useful to attract and retained practiotioner. Teleconference or learning from remote area will be great if everyone is literate in technology

Cons: Efficiency time for training and technological backwardness

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Ian W                                  Site: Mountain View      Workforce Strategy 1 Expanding the scope of practice for nurses and allied health practitioners.The scope of practice for nurses and allied health practitioners will be expanded. Nurse practitioners will be trained to conduct diagnostic and other procedures such as endoscopies and minor surgeries. Physiotherapists will be trained to work in the emergency department treating musculo-skeletal injuries and supporting clinicians in delivering treatment plans for lifestyle diseases.                          Pros: This strategy would 'free up' medical staff to treat more complex cases and reduce the need for patients to travel long distances to the city to receive care. This has added advantages for the family and other care givers, as the patient would be treated locally.              Cons:- The medical profession may see this strategy as a threat to their role, and hence try to obstruct such change.        

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Ian W                                  Site: Mountain View      Workforce Strategy 1 Expanding the scope of practice for nurses and allied health practitioners.The scope of practice for nurses and allied health practitioners will be expanded. Nurse practitioners will be trained to conduct diagnostic and other procedures such as endoscopies and minor surgeries. Physiotherapists will be trained to work in the emergency department treating musculo-skeletal injuries and supporting clinicians in delivering treatment plans for lifestyle diseases.                          Pros: This strategy would 'free up' medical staff to treat more complex cases and reduce the need for patients to travel long distances to the city to receive care. This has added advantages for the family and other care givers, as the patient would be treated locally.              Cons:- The medical profession may see this strategy as a threat to their role, and hence try to obstruct such change.        

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Implement a nurse prac candidate to assist GP's in local hospital meet demand in this growing population.
Pros: Upskilling, improve patient flow, build local leadership
Cons: Difficulty recruiting, costs of long term training.

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I will work at Mountainview.- Strengthening mechanisms for efficient health workforce training and education. New models for training and support of graduates will be introduced. Technology will be used to deliver workforce training and to develop skills in rural settings. Applying and introducing technologies to support education and training of health workers. Pros: If the problem is retaining health workforce, this strategy can attract them to stay. As a Leader, I may need to come up with efforts to raise funds and investments into the hospital. Cons: Learning acceptance and time for trainings is a challengeInnovations:Talk with local transportation providers to help us with transporting patients from home to hospitals; use tele-consultation via app; work with a startup in ordering and delivering medications to aging patients; provide healthcare for patients who are at home; introduce Mountainview to local schools and maintain mentorship programs to students; Offer trainings to clinicians to become hybrid leaders. 

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I will work at Mountainview.- Strengthening mechanisms for efficient health workforce training and education. New models for training and support of graduates will be introduced. Technology will be used to deliver workforce training and to develop skills in rural settings. Applying and introducing technologies to support education and training of health workers. Pros: If the problem is retaining health workforce, this strategy can attract them to stay. As a Leader, I may need to come up with efforts to raise funds and investments into the hospital. Cons: Learning acceptance and time for trainings is a challengeInnovations:Talk with local transportation providers to help us with transporting patients from home to hospitals; use tele-consultation via app; work with a startup in ordering and delivering medications to aging patients; provide healthcare for patients who are at home; introduce Mountainview to local schools and maintain mentorship programs to students; Offer trainings to clinicians to become hybrid leaders. 

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Hybrid managers leading teams to ensure governance, drive clinical reform and organisational strategy.
Con - This may over-tax the hybrid clinicians contributing the governance systems, as they may already be extending themselves to address clinical gaps in care. We don't want to over-work our valuable clinical leaders, and so ensuring that the workload is distributed equally is vital for the longevity of their careers in the rural health service.
Pros - The hospital may be better governed by clinicians, and the administrative budget may be re-allocated from bureaucratic management towards more healthcare workers if senior clinicians hybridized into management roles to run the hospital.

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Strengthening mechanisms for efficient health workforce training and education

Pros: Improved workforce retention as doctors and HCP in training settle down in rural areas and are able to undertake their training here which reduces upheaval of their lives and young families. It also means they are trained in a locally tailored manner to be 'rural generalists' and deal with the breadth of practice and high level/ emergent care sometimes needed.

Cons: Reduced variety of learning opportunities, quality of learning through technology may be poorer than face to face teaching

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Expanding the scope of practice for nurses and allied health practitioners:
pros: Encouraging nurses to cheive more basic clinical care to respond to the lake of GP
Cons: Access to training and medical board rejection, it would need change in reglementation

Strengthening mechanisms for efficient health workforce training and education:
provide attraction for GP to get to this rural region, by encouraging them to get access to scholarships or free training for speciallity if they agree to practice after that in the region for certain years. but it would cost a budget for the authority.
Attracting and retaining talented workers:
Encouraging international doctors to come to this region by modeling the medical requirement and giving assistance in practice license.
pros: the low cost of recruitement and the offer that exist enough abroad.
cons: diffuclties in social integration.

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Implement both allied health and nursing graduate programs with senior staff providing support and supervision. Thus will attract new graduates to the area and imbed support structures within the culture of the service. Offer one day per month spent in Sunkist where the graduates learn alongside other newer staff in a group setting. The main Conto this is that you may not always get the balance right and I your retention has worked really well you may not have positions to offer your graduates. Perhaps consider a rolling program that links staff into other areas within the health service.

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Reducing barriers and promoting enablers to reform the health workforce to support flexible and adaptable workforce models in rural Mountainview.

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Reducing barriers and promoting enablers to reform the health workforce to support flexible and adaptable workforce models in rural Mountainview.

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Pro: Great variety in work, interesting for staff who are motivated to learn new skills.  Good opportunities to learn from each other across disciplines.
Con: Dissatisfying for staff who want to concentrate on one area of expertise. Potential safety issues when staff spread too thin without opportunities to consolidate skills. Burnout. Can alternatively become dependent on someone with special interest skills/knowledge and have a gap when they leave.

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Implement a nurse prac candidate to assist GP's in local hospital meet demand in this growing population.
Pros: Upskilling, improve patient flow, build local leadership
Cons: Difficulty recruiting, costs of long term training.

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1.	State which service area you are managingRiver City2.	Choose one of the workforce strategies listed above and consider the pros and cons to its practical implementation in your service area.Hybrid managers leading teams to ensure governance, drive clinical reform and organisational strategy. Placing clinicians front and centre of decision making is intended to improve the safety and quality of healthcare and to strengthen clinical governance.3.	Post your strategies and one pro or conPro: hybrid managers can reduce the gap between the business and technical aspects across the cluster of small hospital services in River City and build the workforce for the future with their expertise.Con: the way hybrids enact managerial processes may alternatively undermine professions.

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1.	State which service area you are managingRiver City2.	Choose one of the workforce strategies listed above and consider the pros and cons to its practical implementation in your service area.Hybrid managers leading teams to ensure governance, drive clinical reform and organisational strategy. Placing clinicians front and centre of decision making is intended to improve the safety and quality of healthcare and to strengthen clinical governance.3.	Post your strategies and one pro or conPro: hybrid managers can reduce the gap between the business and technical aspects across the cluster of small hospital services in River City and build the workforce for the future with their expertise.Con: the way hybrids enact managerial processes may alternatively undermine professions.

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Strengthening mechanisms for efficient health workforce training and education
Utilising technology, telehealth for both formalised training to the regional health services as well as opportunity for peer mentoring and debrief.  Further opportunity for supervision of consult/practice through this telehealth system and internal development infrastructure.  Potential for mentoring to occur regardless of health service worked for.
Pro - increases skill share, upskilling of staff not exposed to tertiary case care.  Increasing networking and collaborative care approach
Con - Relies on staff to both seek support and time demands of the mentor may work against ability to mentoree

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alternative health worker/expanding scope or role enhancement

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alternative health worker/expanding scope or role enhancement

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I support expanding scope of work, but equally aware of the fact that then it can deplete the same role/workforce. if more nurses start becoming nurse practitioner or nurse consultants, then we may loose out on nurses workforce. The expansion of role only works when we have sufficient or in excess of certain health worker.
My emphasis will be having more graduates in medical school with close ties with health centre so they start working from early days (not as doctors but as care assistants) - this will offer both experience and financial/workforce solution.
The Centre (govt) need to address the fact that they cannot  expect nurse practitioner to function as medical practitioner (if this theory is true, then we are investing unwisely in medical graduates)
We also need to invest in Medical IT (compared to commercial field like Amazon, Airlines etc).
Staff shortages is essentially due to financial gain (relative to other workforce)- if a medical graduate who earns same or less after 6 yrs of medical school (or 4yrs of nursing school) than their peers who after 2-3yrs of graduation earn same or more and better quality of life (less stress) - why sane and brilliant student will apply for medical school? Hence, The govt should offer higher pay package or benefit package to attract more people into health care work.

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Managerial role in the state administration

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Managerial role in the state administration

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To adress the need of a new skills mix I will consider the continuous training of the work force.
The pros
We can address the new mix and have professional development in the field.
Tre cons
Planning the continuous training isn't easy. We need to empathize with the professionals to develop opportunities of learning that are adequate to

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Strengthening mechanisms for efficient health workforce training and education- New models for training and support of graduates will be introduced. Technology will be used to deliver workforce training and to develop skills in rural settings. Applying and introducing technologies to support education and training of health workers. (Sunkist)                    Strategies                            	 a. Reduce segregation of clinical expertise in nurses and promote rotation of staff- this would increase motivation and open up more opportunities to fastrack to a senior level. For example, a graduate nurse who continues to rotating speciality has an increase chance of applying for senior position within multiple wards and would have flexible skills to move to an area of need during staff shortages.                    b.	Increase graduate nurse candidates by introducing an additional pool rotation to the graduate nurse program. The additional rotation would be for stronger candidates. The introduction of a pool educator would provide support to the graduates as well as the transient pool staff.

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Strengthening mechanisms for efficient health workforce training and education- New models for training and support of graduates will be introduced. Technology will be used to deliver workforce training and to develop skills in rural settings. Applying and introducing technologies to support education and training of health workers. (Sunkist)                    Strategies                            	 a. Reduce segregation of clinical expertise in nurses and promote rotation of staff- this would increase motivation and open up more opportunities to fastrack to a senior level. For example, a graduate nurse who continues to rotating speciality has an increase chance of applying for senior position within multiple wards and would have flexible skills to move to an area of need during staff shortages.                    b.	Increase graduate nurse candidates by introducing an additional pool rotation to the graduate nurse program. The additional rotation would be for stronger candidates. The introduction of a pool educator would provide support to the graduates as well as the transient pool staff.

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One overall manager to look after the town/cities with deputies running services

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One overall manager to look after the town/cities with deputies running services

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Separate managers in the rural areas but with access to the overall manager in the town

Access to continuous training is essential but sufficient staffing to allow this in work hours as well as time for supervising staff to fulfil extra roles

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Practical Workforce Strategies for Sapphire State (Sunkist)

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Practical Workforce Strategies for Sapphire State (Sunkist)

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The Pros of expanding the scope of practice for nurses and allied health practitioners is it will reduce the requirements for consultants/doctors and allow for greater flexibility of the workforce requirements.

The cons on expanding the scope of practice for nurses and allied health practitioners is it will put more pressure on nursing staff, which are already of short supply globally. Further thought will need to be considered as to how to encourage medical students to pursue the AHP/PA role

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Attracting and Retaining in Rural town areas

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Attracting and Retaining in Rural town areas

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investment into aspiring individuals provides for greater potential for the future. These endeavors may inspire individuals to continue the educations process and become tomorrow's local specialized providers. They will provide as an asset as they continue to educate and inspire others within their community, healthcare succeeds when it provides the greatest number of people with standardized care.